{ "media_type": "text", "post_content": "If all the big 4 went into a regional model is consulting, would they still attract the top talent?", "post_id": "5900902a36e78a0010a2b80d", "reply_count": 30, "vote_count": 3, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

If all the big 4 went into a regional model is consulting, would they still attract the top talent?

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^ I guess McK guys have lost another bid to their lower-priced competitors - so sour... For Consulting, Deloitte has the US cut up in 3 regions and they try to use that, to some extent, for staffing purposes, but the above remark that we have a 'de facto regional model' is utter BS. I travel all over the place, and so hundreds of colleagues I know from offices all over the country. I'm staffing my own thing right now and location is no consideration at all, provided we can work with the expense budget.

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@OP, I don't have any data, but I'd expect slightly lower recruiting levels, but higher retention, especially at the higher levels. Those are the ones with expertise and client relationships, which are much harder to replace than sheer analyst brainpower. Also, I'm not sure if you'd recruit less 'top talent', maybe just talent with different priorities but easily just as sharp, or less overall applications but still more than enough to fill up the needed talent

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You mean they currently attract top talent?

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Flawed initial premise

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The flawed initial premise is that the big 4 currently attract top talent

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I know some pretty talented people in big 4 consulting, but maybe I'm just stoopid so they seem smart to me 😣

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lol it's funny how important people feel they are. Big 4 and top talent, sure if you say so

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One of my friends at ACN I consider to be top talent. She graduated honors at an ivy and chose acn over a lot of MBB because she majored in compsci and wanted a tech focus. I found out she makes 10k more than me despite being the same level in the same city. She also travels a lot-way outside the regional model. I'm wondering if there is a separate recruiting process for talent that's just more hush and focused?

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BCG is regional and Bain is local. Your point?

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I don't know if that's true. In 7years at ACN, I haven't seen a direct correlation between desire to travel with talent or even competency. By making travel a perk of expertise, perhaps we would lose out on newbies that only care about the allure of travel and get talent that actually cares about the work. Just a thought.

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Big four firms already do regional recruitment, as well as other firms in a given market. Also "top talent"- what does that really mean? If you are looking to recruit directly from Universities and Colleges that are ranked based on measures that may or may not be "ranked", then you're only recruiting people from those higher ranked institutions - which is by no measure an evaluation of their mental capability.

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Regardless of the dick measuring about 'top talent', you might want to see the question in broader light. Human capital of a firm is not only about recruiting the right people but also about retaining them

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A3 that's all negotiations, Also strat and some others don't follow regional model.

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It depends on the group. The regional model is a principle, rather than a rule. We try to staff local first, especially for lower levels. However, in the strategy group, there just simply aren't enough people who are local and available at any given time to always staff this way, and once your start to specialize, you go where you're needed.

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^ Douche. OP at least tries to explain his thought process and present his case. You, cowardly, stick to abstract allegations. What's the logic gap? Which assumption is false? Or GTFOH

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OP. Assuming all your assumptions are correct about top talent..... I think that if they took that regional approach in conjunction with higher pay to offset the jetsetting, concierge loving, insane dinner spending... The real question is, what happens to the airline industry if we stop buying tickets like crack?

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D2, interesting challenge. People recruited straight out of academia may not have the industry experience to qualify them as top talent.

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So do you think that travel causes more attrition or more retention? Or is it the mismatch of expectations of travel vs the reality that causes attrition?

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How is it a flawed initial premise? Which of the big 4 have an explicit regional model like Accenture does?

I was at Deloitte, and they already have a de facto regional model. In 2 years as a Manager, I never got on a plane for a client, but I spent a lot of time on Amtrak.

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